The Australian Prudential Regulation Authority (APRA) is the regulator of the Australian financial services industry and supervises banks, building societies, life insurance companies, credit unions, private health insurance, friendly societies, and many associates of the retirement industry. They aim to implement prudential values and practices ensuring that the promises of financial institutions are met. APRA employees are professional and responsible.
APRA puts great emphasis on their technological services regarding their company’s success as a worldwide leader. They seek to hire employees who possess management and leadership skills by using their development model to create APRA’s professional development program. This program caters to employees’ professional growth, leadership advancement, and learning through communication with co-workers. The APRA graduate program provides graduates with various opportunities to give them experience in a professional career.
The APRA hiring process is outlined below
Online Application: You can apply by filling out an application form in-person, online, through a campus recruiter, or with an employee referral. You must attach your CV as well for employers to assess your experience and skills.
Telephone Interview: The preliminary interview stage may be a short screening phone conversation over the phone with an HR representative, to explain the details of the position and get to know you further.
Interview: At this point in time, you can expect to have one or more APRA interview sessions with employers. You may be invited to the APRA assessment centre day, consisting of presentations, case studies, and group discussions with other candidates.
Tests: Completing your entrance exams, such as the Revelian assessment test, can be a required step during the employment process. By operating this stage, employers are able to gather further in-depth information about your skills and cognitive abilities.
Revelian is a popular Australian psychometric assessment company, offering many different assessments and aptitude tests as a means of choosing the most suitable candidates. These tests are given in the form of aptitude exams, each one scoring a separate ability. The APRA aptitude test stage may be performed by using Revelian tests. The Revelian numerical test assesses how well applicants’ understand arithmetical ideas and make logical decisions when solving numerical problems. The Revelian verbal reasoning test measures one’s aptitude to grasp new, written information.
The Revelian Cognitive Ability Test (RCAT) combines widespread reasoning evaluation questions. Each question is used to evaluate applicants’ logical decision-making skills with word problems, spatial reasoning assessments, verbal syllogisms, and abstract perception capabilities. The 16 Personality Factor Questionnaire (16PF®) and evaluates one’s communication, thinking style, and manages a challenging situation. The Behavioural Profile assessment may be distributed later and evaluates test-takers’ compliance with rules, dominance over challenges, influence over social situations, and steadiness within the workplace.
The interview phase ensues closer to the end of the employment process, to accumulate a concluding personality profile and assessment of each applicant. During this time you may be asked to answer behavioural, competency, and technical-based interview questions.
Below are examples of APRA interview questions to practise with:
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